💭 About recruitment

The recruitment process is a key process that has a tremendous impact on your team.

There are so many aspects, still, to keep it simple, here are some key phases I will focus on today :

1. 📢 Communicate about the job opportunity, make it appealing and describe what's it's all about
2. 🔎 Review candidates submissions (curriculum, motivation letter,..)
3. 🤝 Interview candidates
4. ⚖️ Choose the new collaborator

The ambition of this post is NOT to detail the whole process, but just to point some things that, from my point of view have a huge impact on the "recruitment experience".

👉 In this experience, both recruiters and candidates experience matters a lot, in various ways. 👈

My bet (and past own experience) is that:

both experiences must be carefully delivered, and... fun fact, has a continuous impact on the daily life & activities of the team.

♾️ Make it continuous

So if it has a continuous impact (making it continuous is a key factor), here was the question I managed to created :

"How to build something that has continuous benefits... with less efforts... or even better totally effortless for you and your team ?"

🍿 For impatients

🕹️ Play with the ChatBot : https://bit.ly/4da7Ct9

💡 Inception journey

In this demo, you'll see how I:

1. 🤔 Got the main idea,
2. 🚀 Started to work on this process,
3. 🪛 Started to build a dedicated assistant
4. 📘 Collected the data
5. 📝 Prepared & patched data
6. 🎀 Delivered the experience
7. 🤩 Implemented incremental loops of - git based - improvements

💰 Benefits

Candidate perspective : the "left-shift"

• Preview the culture of the team
• Better answers at very early stage of the process
• Self-training opportunities w. ChatBot
• Curriculum Vitae tuning: focus on the most relevant skills
• Motivation letter eval/enhancement based on chatBot answers

Recruiter side

• Better introspection about what matters the most
• Find "holes" in the description (the ones that may cause LLM hallucination because of lack of knowledge)
• Deliver better answers to candidates, earlier and without bias : the assistant answers with the same LLM and the same data to all
• Challenging ourselves and our own team : does it match reality ?
• Does it make me/us want to work on the team ? If yes or not... Why ? Why not ?
• Ask the team if it really matches reality ? ... If not: why ?
• Make the vision clean: the cleaner the vision, the cleaner the data... the better the assistant

💸 About on-boarding

Onboarding is a crucial process that you may face during turnover, for example:

• As part of the recruitment process
• Internships
• Welcome colleagues for a limited period of time on a very specific project
• Just let people know what you do
• ...

👉 and it comes at a cost.

The more you have to perform on-boarding, the more energy you and your team spend at something else than your primary goal : create something new, achieve things.

So, in the real world..

sharing knowledge has a cost, an impact on the core team who often shares the same information

again and again... and generally:

"who gives a f@%#k about wikis on how to discover & learn a team's culture ?"

👉 Putting the AI assistant in the team helps a lot to cover the most common questions.

💰 For Core team

Building the assistant is a collaborative effort:

• Better knowledge of the team's culture by collaborators
• Easier answering of daily incoming questions
• Apply classical git driven collaborative and reviewing workflows (issues, Pull Requests, discussions & polls, review process,...)
• ...

🔭 Further : give it a try

Hopefully these steps and experience could help you imagine something to enhance your recruitment experience.

I've put minimalist elements... my advice would:

"Give it a try, experiment and see what happens: you and your team won't regret it."